A TalentHub Job Satisfaction Survey Reveals the Silent Struggles of the Modern Workforce
Introduction
With 45% of employees in Ireland now working in a hybrid setup, this flexible model is rapidly becoming the norm. While businesses may not have actively chosen this shift, many have been forced to adapt to hybrid work—and the hidden cost is becoming clear: a breakdown in communication that threatens engagement, productivity, and retention.
Our recent Job Happiness Survey showed that 63% of respondents were in a hybrid model. This article primarily focuses on the experiences and challenges of hybrid workers, as they made up the majority of respondents in our survey.
Our survey reveals that Employees are feeling disconnected, unheard, and unsupported, with 37% citing collaboration as their biggest struggle and 35% pointing to poor communication as the number one management failure. This communication gap isn’t just an internal issue—it’s a direct threat to business success.
This article reveals what HR leaders and recruitment teams can do now to fix hybrid work before it’s too late.
Hybrid Work: The Illusion of Success
The TalentHub survey found that while 66% of employees prefer hybrid work, their experience is far from perfect.
The Benefits Employees Love
Flexibility: 20% say it’s their top motivator. Work-Life Balance: 36% are satisfied. Remote Work Tech: 66% say it meets their needs.
But beneath the surface, frustration is brewing—and it’s all down to how (or if) leaders communicate.
The Communication Breakdown: A Business Liability
Hybrid work has exposed, not created, a major leadership weakness: unclear expectations, inconsistent feedback, and a lack of transparency.
35% of employees say poor communication is their biggest issue with management. 41% feel there are NO clear career growth pathways in their company. 30% say they rarely or never receive feedback from their manager. 37% struggle with collaboration in remote/hybrid environments.
Managers may think they’re communicating, but employees don’t feel heard. Without deliberate, structured communication, hybrid work leaves teams feeling invisible, unmotivated, and disengaged.
The Leadership Gap: Where Managers Are Failing
The survey data exposes another serious challenge—employees don’t feel recognised, supported, or valued in a hybrid world:
Only 46% feel supported by their manager, while 21% feel completely unsupported. 39% feel regularly recognised, meaning the majority go unnoticed. 23% believe their workload is unmanageable.
Managers are no longer just bosses—they must be connectors, facilitators, and motivators in a hybrid workplace. Those who fail to step up risk losing their best talent.
The Cost of Poor Communication in Hybrid Work
Companies ignoring this issue will face serious consequences:
Higher turnover: Employees who feel disconnected are 4x more likely to leave. Productivity losses: A lack of clear direction leads to inefficiency and frustration. Low engagement: Employees who receive infrequent feedback are 43% less engaged than those who do. Employer brand damage: Companies with poor communication see a 17% drop in positive Glassdoor reviews.
HR and recruitment teams cannot afford to ignore these warning signs.
What HR & Recruitment Leaders Must Do Now
Make Communication Non-Negotiable
Structured feedback cycles—weekly or monthly check-ins must be standard. Overcommunicate goals & expectations—assume employees don’t know unless told. Train managers in hybrid communication—emails alone aren’t enough.
Fix Hybrid Collaboration
Use the right tools—Slack, Notion, Microsoft Teams, and async updates. Create connection spaces—virtual coffee chats, brainstorming calls, and peer support groups. Set core hours—ensure overlap for real-time collaboration.
Redefine Career Growth in a Hybrid World
Clear progression frameworks—so employees don’t feel stuck. Mentorship programs—to replace the ‘learning by osmosis’ lost in remote work. Internal mobility focus—prioritise promotions from within.
Set Boundaries for Work-Life Balance
No-meeting periods—to prevent calendar fatigue. Manager role modelling—leaders must set the example of healthy work habits. Defined hybrid policies—so employees don’t feel pressured to be ‘always on.’
Conclusion: Fix Hybrid Before It’s Too Late
Hybrid work isn’t the problem—poor communication is. The TalentHub survey shows that employees want flexibility, but they also want clarity, recognition, and career progression.
HR and recruitment leaders who prioritise effective communication and support in a hybrid workplace will be best positioned to attract, engage, and retain top talent.
By taking proactive steps now, businesses can create a more connected and motivated workforce.
Contact us today [email protected] to discuss how we can help you build a successful hybrid work strategy.
